HRM Q&A– All Topics Exam Questions and Answers2025 Exam Preparation

HRM Q&A – All Topics Exam Questions and Answers 2025 Exam Preparation
Resource




1 Introduction

This 2025 HRM Q&A provides 30 exam-style multiple-choice questions with verified correct answers and step-by-step
explanations, covering recruitment, training, performance, compensation, and employee relations for business students.
Verified June 10, 2025, 08:59 AM EAT.

2 Exam Questions and Answers

2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)

What is the primary goal of candidate experience mapping?
a. Reduce training costs
b. Enhance applicant satisfaction
c. Standardize job titles
d. Limit candidate outreach
Answer: b
Explanation: 1. **Context**: Mapping improves hiring
journey. 2. **Focus**: Enhance applicant satisfaction,
core to 803. **Options**: Costs (a), titles (c), and outreach
(d) are unrelated. 4. **Conclusion**: Applicant satisfac-
tion.
Difficulty: Remembering
Helper: Mnemonic: “Mapping = Happy Candidates.”
Objective: Recruitment Strategy

2.1.2 Question 1.2 (4 marks)

A recruiter overlooks soft skills. What is the risk?
a. Improved team dynamics
b. Poor interpersonal performance
c. Reduced hiring time
d. Enhanced technical skills
Answer: b
Explanation: 1. **Issue**: Soft skills ensure team fit.
2. **Risk**: Poor interpersonal performance, seen in 703.
**Options**: Dynamics (a), time (c), and skills (d) are in-
correct. 4. **Conclusion**: Interpersonal performance is-
sues.
Difficulty: Analyzing
Helper: Tip: No soft skills = Team friction.
Objective: Recruitment Risks

2.1.3 Question 1.3 (3 marks)

Which tool improves hiring accuracy?
a. Exit survey
b. Behavioral assessment tools
c. Training guide
d. Performance review


1

, Answer: b
Explanation: 1. **Tool**: Enhances candidate fit evalu-
ation. 2. **Method**: Behavioral assessment tools, used
in 803. **Options**: Survey (a), guide (c), and review (d)
are unrelated. 4. **Conclusion**: Behavioral tools.
Difficulty: Remembering
Helper: Table: Accuracy = Behavioral Tools.
Objective: Recruitment Tools

2.1.4 Question 1.4 (4 marks)

Why is employer branding critical?
a. Reduces compliance risks
b. Builds organizational appeal
c. Simplifies onboarding
d. Limits talent pools
Answer: b
Explanation: 1. **Need**: Branding attracts talent. 2.
**Benefit**: Builds organizational appeal, vital in 753. **Op-
tions**: Risks (a), onboarding (c), and pools (d) are unre-
lated. 4. **Conclusion**: Organizational appeal.
Difficulty: Applying
Helper: Tip: Branding = Appeal boost.
Objective: Recruitment Strategy

2.1.5 Question 1.5 (3 marks)

What is a key feature of competency-based interviews?
a. Hypothetical scenarios
b. Skill-specific questions
c. Personality assessments
d. General discussions
Answer: b
Explanation: 1. **Feature**: Targets specific competen-
cies. 2. **Focus**: Skill-specific questions, core to 803.
**Options**: Scenarios (a), assessments (c), and discus-
sions (d) are different. 4. **Conclusion**: Skill-specific
questions.
Difficulty: Remembering
Helper: Mnemonic: “Competency = Skill Focus.”
Objective: Interview Types

2.1.6 Question 1.6 (4 marks)

A candidate is rejected due to disability. Which U.S. law is
violated?
a. Equal Pay Act
b. Americans with Disabilities Act
c. Fair Labor Standards Act
d. Title VII
Answer: b
Explanation: 1. **Issue**: Disability-based discrimina-
tion. 2. **Law**: Americans with Disabilities Act, rele-
vant in 703. **Options**: Pay (a), labor (c), and Title VII
(d) are unrelated. 4. **Conclusion**: ADA violation.
Difficulty: Analyzing
Helper: Tip: Disability bias = ADA.
Objective: Employment Law



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